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Imagine, for a second, how the corporate world would be like, if the term “manager” was defined in English, as the person who controls an institution or department, and in Portuguese, as the person who drives a taxi. This would translate into companies facing obstacles when working with people and organizations across nations. Fortunately, this is not the case for today’s business language.
“The PEEL reports enable the public to judge our performance as a whole… anything that makes it easier for people to hold us to account and get involved with local policing has to be a good thing”, are the words of Constable Chris Sims – West Midlands Police Chief, in reference to the performance report released by Her Majesty’s Inspectorate of Constabulary (HMIC).
Better is the adjective by which most of us lead our lives: better homes, better cars, better lifestyle and, more than often, better jobs. Such is the case that, while employees continuously aim to improve their careers, sometimes by changing jobs, companies strive to come up with solutions to reduce voluntary turnover. Employee retention rate has been and remains one of the most intense battles fought by executives and HR departments.
Leaders have different ways and strategies to engage their employees,depending on the size of each organization. Employees’ productivity is, most of the times, reflected in their commitment towards the organization. Therefore, every organization defines and has diverse approaches to make their workers engaged and, ultimately, more productive.
The process of developing a benchmarking team is essential in order to be able to conduct a benchmarking study that aligns to the actual organizational strategies and identifies the right targets. It is one of the most important aspects that determines the success of the benchmarking plan. Hence, when conducting a benchmarking research, the responsible team can make the difference between success and failure.
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